Of Mice And Men - Hopes And Dreams Essays - English-language Films

Of Mice And Men - Hopes And Dreams ofmiceandmenthesis Expectations and dreams are both the fuel and fire in Of Mice and Men. Stienbeck utilizes these to thicken the plot and make the peruser bring enormous enthusiasm into the character's results. George and Lennie have a fantasy. ?Someday?we're going to get the jack together and we're going to have a little house and a few sections of land an' a dairy animals and a few pigs.? [George, p. 15] Being humble farm hands, they long for a superior life, where they don't work for anybody yet themselves. George, the a lot more intelligent one of the two, is very idealistic about it. It appears that he has just conversed with somebody about purchasing their property. Lennie, the intellectually hindered animal, is childly entertained of the fantasy. He adores delicate things, and contacting them; and when George recounts the hares they will have on the ranch, Lennie shudders in bliss. Candy is an a lot more seasoned man, who has lost his hand. He isn't worth as a lot to the farm's boss as different men, so he fears joblessness. He also dreams of a superior life. At some point, in the bunkhouse, he catches George and Lennie discussing their tentative arrangements. ?You realize a spot like that [Candy, p. 59] George quickly becomes dubious of the man, guarding the arrangement. Candy clarifies that he hasn't a lot of time left before he's ?canned' and he has no spot to go. Candy offers an enormous aggregate of cash to the two, and requests that lone live there until he bites the dust. George acknowledges and Candy is appreciative. ?Went out to the Riverside Dance Palace his this person. He said he worked for the pitchers, he said I was a characteristic, he was going to placed me in a film? [Curly's significant other, p. 89] Curly's better half, the image of allurement in the novel, has dreams of her own. She needed gravely to turn into an entertainer, or work in the big time. In any case, in view of a pitiless mother, she never met those fantasies. Rather, she wedded Curly, who is a possessive pretty kid, and she is miserable. Expectations and dreams fill in as the fundamental plot. With the forlornness of the setting and circumstance of the characters in the story, the fantasies are very down to earth and possible. Reference index Of Mice and Men, John Stienbeck

Health And Safety Management Systems Construction Essay Example For Students

Wellbeing And Safety Management Systems Construction Essay An Occupational Health and Safety Management System ( OHSMS ) might be characterized as a progression of techniques which give a model, for pull offing word related wellbeing and security ( OHS ) obligations with the goal that they become increasingly proficient and progressively join into generally speaking concern tasks, around which great open introduction can be built up and kept up and which will back up the improvement of a wellbeing human progress. ( International Labor Organization ( ILO ) - British Standards Institution ( BSI ) Joint-Definition ) The central motivation behind the OHSM is to design steps to order and smother the likeliness of risks in the work environment and advance a sheltered workplace. Outline1 .1 Management committedness2 Management committedness and representative engagement3 .2 Health and Safety policy4 Health exposure in the workplace5 Workplace wellbeing6 Safety endeavors and responsisbilities7 Health and Safety review and Performance reappraisal8 Safety civilization9 2.2 Health and Safety civilization10 Training for health and safety11 2.10 Health surveillance12 Health and Safety Committee13 2.5 Health and security plans .1 Management committedness A useful course tends to all business related risks and representatives open help establishments and non only those specified by Torahs. There is an interest for bearing to do the wellbeing and security of laborers a priority. It is vital that there be solid heading committedness and solid specialist commitment in the endeavor to make and keep a protected and sound work environment. In every work environment, the lines of obligation through and through interest all things considered, and laborers ought to cognize who is liable for various wellbeing and security issues. The board is mindful that the organization has the suitable arrangements, programs in topographic point to ensure a sound and safe working environment. The executives committedness and representative commitment Charles reese ( mishap ) Management committedness and representative are correlative. The executives committedness gives the impelling power and the assets for framing and ordering exercises inside an association. Representative commitment gives the offices through which laborers create or potentially demonstrate their ain committedness to wellbeing and health insurance, for themselves and for their kindred specialists. Security and health finishes and points are other than included to help you in set uping work environment closures and points that exhibit your organization s committedness to wellbeing. .2 Health and Safety arrangement It is the obligation of course to accommodate the wellbeing and security of its work power. Obviously created and brief arrangements set the path for the organization by pass oning bearing s finishes and points. A decent wellbeing and security strategy request to be: 1. Explicit to the organization and suitable to its size and nature of plants ; 2. Plainly composed in order to instruct laborers, customers, suppliers and general masses about the wellbeing and security approach of the organization ; 3. Explicit about the obligation and answerability of chiefs and administrators at all degrees ; 4. Effectively conveyed to all workers ; and 3. Evaluated on a standard balance to ensure go oning supportability. The best health and security strategies adjust wellbeing and wellbeing to HR course as representatives are the cardinal asset of an association. ( HSE Successful Health and Safety Management HS ( G ) HMSO 1997 ) The OSH strategy ought to incorporate, as a lower limit, the accompanying cardinal guidelines and expects to which the association is submitted: 1. ensuring the security and wellbeing of all individuals from the association by preventing business related damages, debilitated health, illnesses and episodes ; 2. following with applicable OSH national Torahs and statutes, deliberate projects, corporate understandings on OSH and different requests to which the association buys in ; 3. guaranting that laborers and their agents are counseled and urged to partake effectively in all components of the OSH course framework ; and .u9ea39f35d923e3bd9eae5f70705050ec , .u9ea39f35d923e3bd9eae5f70705050ec .postImageUrl , .u9ea39f35d923e3bd9eae5f70705050ec .focused content zone { min-tallness: 80px; position: relative; } .u9ea39f35d923e3bd9eae5f70705050ec , .u9ea39f35d923e3bd9eae5f70705050ec:hover , .u9ea39f35d923e3bd9eae5f70705050ec:visited , .u9ea39f35d923e3bd9eae5f70705050ec:active { border:0!important; } .u9ea39f35d923e3bd9eae5f70705050ec .clearfix:after { content: ; show: table; clear: both; } .u9ea39f35d923e3bd9eae5f70705050ec { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; darkness: 1; progress: haziness 250ms; webkit-change: murkiness 250ms; foundation shading: #95A5A6; } .u9ea39f35d923e3bd9eae5f70705050ec:active , .u9ea39f35d923e3bd9eae5f70705050ec:hover { obscurity: 1; change: mistiness 250ms; webkit-progress: darkness 250ms; foundation shading: #2C3E50; } .u9ea39f35d923e3bd9eae5f70705050ec .focused content zone { width: 100%; position: relative; } .u9ea39f35d923e3bd9eae5f70705050ec .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; content design: underline; } .u9ea39f35d923e3bd9eae5f70705050ec .postTitle { shading: #FFFFFF; text dimension: 16px; textual style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u9ea39f35d923e3bd9eae5f70705050ec .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; outskirt span: 3px; box-shadow: none; text dimension: 14px; textual style weight: intense; line-stature: 26px; moz-fringe sweep: 3px; content adjust: focus; content adornment: none; content shadow: none; width: 80px; min-tallness: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: supreme; right: 0; top: 0; } .u9ea39f35d923e3bd9eae5f70705050ec:hover .ctaButton { foundation shading: #34495E!important; } .u9ea39f35d923e3bd9eae5 f70705050ec .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .u9ea39f35d923e3bd9eae5f70705050ec-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u9ea39f35d923e3bd9eae5f70705050ec:after { content: ; show: square; clear: both; } READ: Nuke The Bastards! A Satire Essay4. ceaselessly bettering the open introduction of the OSH bearing framework. ( ILO Guidelines on the Occupational Health and Safety Management System 2001 ) Wellbeing exposure in the working environment This supplements word related wellbeing and security steps to better the prosperity of laborers at the working environment. Working environment prosperity Blending to ILO, it identifies with all features of working life, from the quality and wellbeing of the physical condition, to how laborers feel about their work, their hands on condition, the clime at work and work organization. Laborers great being is straight identified with the productiveness of the organization. The higher the laborers great being, the higher will be the productiveness of the organistion. Security endeavors and responsisbilities Wellbeing and Safety review and Performance reappraisal Wellbeing and Safety review and open introduction reappraisal are the finishing up stairss in the health and security heading. Security human progress 2.2 Health and Safety human progress So as to grow great health and wellbeing designs, a great wellbeing and security human advancement is required busy working. Bosses need to incorporate health and wellbeing designs in their twenty-four hours to twenty-four hours running of the worry. Fruitful word related wellbeing and security designs requires the coaction and commitment of the two businesses/proprietors or bearing and workers in health and wellbeing projects, and it includes the thought of issues partner to word related clinical claim to fame, mechanical cleanliness, toxicology, guidance, innovation wellbeing, biotechnologies, mental science, and so on. The two laborers and bosses have a legitimate obligation to take care of wellbeing and security at cooperate. Laborers who add to wellbeing and security at work, are more secure and more advantageous than the individuals who do non. Building and keep a wellbeing and security human advancement include the utilization of every single accessible office to expand awareness, cognizance and misgiving of the develops of dangers and perils and how they might be forestalled or controlled. The wellbeing progress of an association is the product of single and gathering esteems, perspectives, perceptual encounters, abilities and types of conduct that decide the committedness to, and the way and capability of, an organization s health and security heading. Effective Health and Safety Management by HSE ( second version ) , pg 22 Preparing for health and wellbeing Preparing implies instructing individuals on what ought to be done and non, how it ought to be done and when it ought to be finished. In light of an investigation did by ILO, laborers much of the time experience business related health employments however do non perceive that the occupations are identified with their work, particularly when a word related illness, for outline, is in the early stages. Thus, there is an interest to create laborers on safe way to make the occupation, perils related with the work and how to stifle or order them. It is other than of import to create laborers how to react in occurrence of exigencies, similar to a fire emission. Preparing on first help is other than of import. Preparing can be led at various degrees: 1. during inception class for new representatives where they can be instructed on the most proficient method to work securely what's more about the perils and risks related with the occupations, how to douse or order them. 2. Preparing can be sorted out for bearing and Supervisors with the goal that they comprehend what are the dangers these days in the work environment and this enabl

Laboratory , Engineering Design Practice Example

Laboratory , Engineering Design Practice Example Laboratory , Engineering Design Practice â€" Assignment Example > AbstractCalorimetry is the measure of the heat evolved during a chemical process or heat required to sustain a chemical process. Calorimeter is a device used to measure the heat in a quantitative manner within control conditions. The same principle is applied in cone calorimeter. Cone calorimeter is an important laboratory device used to measure the characteristics of fire of small samples of various materials. Cone calorimeter measures the various aspects of combustion of substances utilising the principle of oxygen combustion calorimetry. Cone calorimeter has been specifically made to use the oxygen consumption calorimetry principle. (Mouritz, A. Gibson, 2007). The most important element in any combustion is the availability of oxygen. The overall heat produced during the combustion of an organic material has a direct correlation to the quantitative aspect of oxygen. There are various basic aspects of heat that provide much information when doing experiments concerning heat. Hea t capacity can be quantified in terms of molar heat capacity which is the heat capacity of a particular compound divided by the number of moles of that compound. Another quantitative aspect of heat capacity is specific heat which is the heat of an element divided by its mass. It is also important to note that heat capacity of any substance always has a positive value. Other aspects of fire and combustion in general that need consideration when working with a cone calorimeter include: the cumulative quantity of heat released, the rate of heat released per unit area, the time of ignition, the effective heat of the combustion, the total loss of mass, the rate of the loss of the mass and the smoke obstruction. These are important aspects during an experiment because they may lead to variable results for the same material if at all they are not considered during the experiment. (Taylor and Francis, 2006). IntroductionThe cone calorimeter works by measuring the heat produced by a sample burned in a closed oxygen atmosphere, enclosed by water and in control experimental conditions. The basic principle behind the functioning of cone calorimeter still remains the same. The instrument is made from the understanding of the engineering aspects of fire. Aim of the ExperimentThe aim of the experiment is familiarization of the operations of the cone calorimeter by using it to quantitatively analyse various samples. The samples include blue carpets, green carpets and experiments on various underlay. Objective of the experimentThe objective of the experiment is to analyse the various properties of fire which include: the cumulative quantity of heat released, the rate of heat released per unit area, the time of ignition, the effective heat of the combustion, the total loss of mass, the rate of the loss of the mass and the smoke obstruction. The blue carpets, the green carpets and the underlay will both be analysed by doing each of the experiments three times in order to find a more reliable average of the results. BackgroundThe cone calorimeter has been used for many years for the analysis of combustion properties of various substances; therefore the results from the experiment should be able to provide a credible source of information about the different substances. (Haines, B. 2006).

Tda 3.1 Understand the Principles of Developing Positive...

1. Understand the principles of developing positive relationships with children, young people and adults. 1:1 It is important to build positive relationships with children, young people and adults not just within a learning environment but within any social setting, as this forms strong interactive social skills throughout their lives. Children will build from the skills we show them because as adults we are their role models. You should always take into account how you approach someone and respond to them as this will determine how they respond to you. Everyone must be given opportunities to establish trust and to feel at ease. There is an old saying â€Å"Think before we speak† Children are social learners and adults working with†¦show more content†¦With young children make sure you lower yourself to there level and not to tower above them as this will make them feel intimidated. You need to give children the opportunity to express themselves and share their ideas Give them your full attention, by making eye contact you are showing you are actively listening and are interested in what they are saying. Sometimes this may mean you need to find a quiet space with no distractions. In my role as a teaching assistant I am in some instances the first point of contact for the pupils or parents so therefore I would need to show strong effective communication. To be able to effectively communicate with children you need to be aware of there age and level of development and adapt yourself where necessary. 2:2 In order to build positive relationships with children and young people, you will need to take into consideration their age, behaviours and cultures and therefore adapt your communication skills and body language accordingly. It is important that children of all age feel safe and secure. With younger children say at nursery they may require more physical contact as their speaking skills will not be as strong whereas an older child will have developed their speaking skills and will be able to talk through and express their issues however with all children we adapt our vocabulary, show a positive approach and response. As a Teaching Assistant, on a daily basis I have toShow MoreRelatedCommunication and Professional Relationships with Children, Young People, and Adults891 Words   |  4 PagesCommunication and Professional Relationships: One of the most important roles of teachers is helping children to develop positive relationships with others. For children, this process involves learning cognitive skills while at school and learning how to work and play in collaboration with others. In order for teachers to pass skills on communication and professional relationships with children, young people, and adults; they should be good role models. This involves demonstrating an understandingRead MoreTDA 3.2 organisation in schools Essay3183 Words   |  13 PagesF/601/3327 TDA 3.1 Communication and professional relationships with children, young people and adults Knowledge skill 3 2 2 A/601/3326 TDA 3.2 Schools as organisations Knowledge 3 3 3 F/601/4073 TDA 3.3 Support learning activities Knowledge skill 3 4 4 A/601/4069 TDA 3.4 Promote children and young people’s positive behaviour Knowledge skill 3 3 5 H/601/4065 TDA 3.5 Develop professional relationships with children, young people and adults Read MoreTda 3.1 Communication and Professional Relationships with Children, Young People and Adults1934 Words   |  8 Pages DSTL3 TDA 3.1 Communication and Professional relationships with children, young people amp; adults 1 Explain why effective communication is important in developing positive relationships with children, young people and adults. 1.1 It is important to adapt communication to include all children. In my class the children are always greeted with a smile, good morning and how are you today. Some of the children have news to tell youRead MoreCashe Level 2 Essay example18123 Words   |  73 PagesCACHE Qualification Specification CACHE Level 2 Certificate for the Children and Young People’s Workforce (QCF) CACHE Level 2 Certificate for the Children and Young People’s Workforce (QCF)  © CACHE 2011 Except as allowed by law, or where specified in the text, no part of this publication may be reproduced or transmitted in any form or by any means without prior permission from the Council for Awards in Care, Health and Education. CACHE has provided this Qualification Specification in MicrosoftRead MoreChildcare: Education and Subject Code Essay43120 Words   |  173 Pagestherefore able to offer a comprehensive ladder of opportunities to centres and their students, including Skills for Life, Foundation Learning or Vocational programmes and progressing to QAA-recognised Access to H.E qualifications. The flexible and adult-friendly ethos of Ascentis has resulted in centres throughout the UK choosing to run its qualifications. Ascentis Contact Details Ascentis Office 4, Lancaster Business Park Mannin Way, Caton Road Lancaster LA1 3SW Tel: 01524 845046 www.ascentisRead MoreTda 3.1 Communcation Essay2417 Words   |  10 PagesTDA 3.1: Communication and professional relationships with children, young people and adults. 1. 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Zoe Abson Children and young people 1.1 Describe how to establish respectful, professional relationships with children any young people To establish and maintain a respectful and professional relationship with children and young people in setting the Teaching assistant must always put the children first, never appear bored or uninterested, always encourage children and never make them feel likeRead MoreCommunication and Young People2956 Words   |  12 PagesCommunication and Professional Relationships with Children, Young People and Adults Study Pack Effective Communication and Professional Relationships with Children, Young People and Adults Study Pack 2011 Michelle Canning CACHE PIN: 30134483 CACHE No: 502.000 2011 Michelle Canning CACHE PIN: 30134483 CACHE No: 502.000 TDA 3.1 Communication and professional relationship with children, young people and adults. This pack has been produced to help people in a support role, raise awarenessRead MoreTda 3.1 Communication Professional Relationships3788 Words   |  16 PagesTDA 3.1 Communication Professional relationships with children, young people adults http://earlyyearscpd.lunsvle.co.uk/theme/image.php/eycpd/theme/1358873883/bxslider/eycpdimg-02 BY EMMA BAKER Children Young People - Core 3.1 – Communication and professional relationships with children, young people and adults. Understand the principles of developing positive relationships with children, young people and adults. Explain why effective communication is important in developing positiveRead MoreEssay on Tda 2.42734 Words   |  11 PagesTDA 2.4 Equality and diversity and inclusion in work with children and young people. 1.1. Identify the current legislation and codes of practice relevant to the promotion of equality and valuing of diversity. 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Issues In Mexico Essay - 1567 Words

emerges in the world. â€Å"Mexico has a $1.26 trillion economy, making it the 13th largest economy in the world, and the 11th taking into account power purchasing parity† (Wikipedia). Mexico is a great trader with the United States as it shares borders, culture, money being sent from immigrants to their families, and its heavily exportation of oil to our nation. Yet, there are many other countries that are willing to make investments with Mexico, looking for opportunity to grow for themselves. Although Mexico has been showing to be one of the largest growing nations it has also faced and is still facing today economic issues. â€Å"In spite of its growth, there are enormous gaps in Mexico that remain between the urban and the rural population, the†¦show more content†¦Mexico is currently our 3rd largest goods trading partner recorded in 2016. Goods exports totaled $231.0 billion; goods imports totaled $294.2 billion. The U.S. goods trade deficit with Mexico was $63. 2 billion in 2016† (Office of the U.S Trade Representative). Thanks to its membership of the North American Free Trade Association known as NAFTA, Mexico has been able to become one of the United States’ largest trade partners. It exports mostly manufactured goods, industrial goods, and automobiles. It has a positive trade balance with the United States, and consequently, it has become one of the largest holders of U.S. treasury bonds. In addition, Mexico produces about 200 products with revealed comparative advantage, meaning that its share of global exports is larger than what would be expected from the size of its export economy and from the size of a product’s global market. One thing that Mexico has always had has been corruption. Social inequality plays an important role on it. Referring to dishonesty and an inability or unwillingness to seriously take on the drug cartels. 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Illegal immigration into the United States is a problem that should be stopped, as it is unfair to both Americans and to the people of the country from which they illegal immigrated. It is that the majority of illegal aliens residing in the United States are Mexicans. Roy Beck clarifies the situation by stating, The national consensus is that theRead MoreMexico Mask Essay1422 Words   |  6 PagesMexico Mask Foreign cultures, when compared to our own, often contain significant themes that make the culture interesting and meaningful. The people and history of Mexico present such a culture. Three major themes of Mexico and the Mexican people include duality, fatalism, and masks. These three issues are prevalent throughout the culture and history of the nation. They are represented and mentioned in two descriptive texts and a film. 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One of the dilemmas facing lease-to-own chain isRead MoreEssay on Analysis of the American Civil War900 Words   |  4 PagesFinal Civil War Essay Analysis Slavery was the most important cause of the Civil War, because this single issue divided the North and South to begin with. The ideological differences between the North and South led to economic differences, conflicts over newly acquired territories, disputes over the constitution, and political extremism. The Election of 1860 was the culmination of these disputes and caused the South to secede in 1861 and guided the way towards the Civil War. The Northern states

Commission in the European Union Free Essays

As a staff member of the Directorate-General of the European Commission I have been appointed to describe to you the composition and the powers of the Commission in the European Union. In the following paragraph I will describe the body of the Commission divided in three pillars: First you have the College of the Commissioners, then the Directorate-General (DGs) and lastly the cabinets. In the Third paragraph I will briefly describe the powers of the Commission and in the last paragraph I will conclude with an opinion on the question, as to how far I consider the European Commission to have â€Å"a vocation to further the interests of the community as a whole†. We will write a custom essay sample on Commission in the European Union or any similar topic only for you Order Now The Commission consists of twenty-seven Commissioners, one for each Member State including the President of the Commission and the High Representative of the Union for Foreign Affairs and Security. The Commissioners are responsible for the work of the commission stated in Art. 17 of the TEU, and are therefore not allowed to have any other duties during their period of office that could bring about any conflict of interest. If a Commissioner fails to do so, the Court of Justice may retire the member concerned on application of the Commission or the Council acting on a simple majority. The exception to this rule is, the High Representative of the Union for Foreign Affairs and Security Policy who is a member of the Commission responsible for the conduct of the EU Common Foreign and Security Policy and its security and defense policy but also takes part in the work of the EC, presides over the Foreign affairs Council and carries out mandates of the Council. The High representative is appointed by QMV with agreement of the President of the Commission, and may be dismissed the same way. The president of the Commission is proposed to the European Parliament by the European Council acting by a qualified majority, and is elected in the European Parliament. The president is the most powerful Commissioner and has several important roles: he/she adopts the list of the persons whom it proposes to appoint as members of the Commission, lays the guidelines in which the Commission is to work, decides the internal organization of the commission making sure it works as a body, appoints the Vice-Presidents from among the members of the Commission (other than the High Representative), he can resign Commissioners since they are individually responsible to him. Finally the President has an important role as representative. He represents the Commission at meetings involving the heads of Government and must account to other institutions when there is questioning of the general conduct of the institution or a particular issue raises broader questions. In the current Commission, there are forty Directorates-General (DGs) divided into four groups: policies, external relations, general services and internal services. The majority of the Commission employees work for the DGs. DGs in the Commission are compared to Ministers in a national government. Even though DGs’ work for Commissioners their responsibilities are to the Commission. The work inside the DG focuses on the development of programmes, administration of Community funding and bringing different public and private actors together. You can see the Cabinet as being between the College of Commissioners, representing the political part of the Commission, and the DGs representing the administrative part of the Commission. A Cabinet is composed of seven to eight officials and is appointed by the President. Each Cabinet is the office of a Commissioner and is a line between Commissioners and DGs allowing cooperation between them and helping Commissioner with formulating priorities and policies. They keep Commissioners informed of other happenings in the Commission and help prepare weekly meetings for the College of Commissioners in combination with other Cabinets The powers of the Commission can be broadly explained and interpreted, but the main points can be narrowed down to four specific points: legislative powers, agenda and budget planning, executive powers and supervisory powers. Legislative power as to making sure that the rules in Treaties are being complied with and determining how EU nationals may stay in other States after they have worked there. The Commission is also responsible the budget planning for each year and the making of the agenda. The Commission has executive powers responsible for collecting the revenue for the EU, coordinating the spending of the EU and administering the EU aid to third countries. The Commission has supervisory powers to monitor the compliance of the Member States to the rules of the Union. Does the Commission have â€Å"a vocation to further the interest of the Community as a whole? † I believe it does, by looking at its responsibilities in the Union itself proves this. And if you look at the statement made by the Court of Justice where it says that â€Å"Commissioners are required to ensure that the general interest of the European Union precedes at all times over national and personal interest†. In which I understand that a Commissions’ work should be emphasized on the whole Community (EU) instead of just one State Member. How to cite Commission in the European Union, Essay examples

Effect of Money and Other Rewards in Organization

Question: Discuss about theEffect of Money and Other Rewards in Organization. Answer: Introduction Rewards are one of the most effective options in motivating employees for their potential work in the organization (Aktar, Sachu and Ali 2012). Moreover, a motivated employee is a valuable asset for organizations. However, it just does not include only monetary benefits, it rather include some other non-financial benefits. Moreover, rewards that are required to motivate employee include two types of benefits such as intrinsic and the extrinsic (Aktar, Sachu and Ali 2012). Further, extrinsic benefits include basic salary package of the employee whereas intrinsic benefits include all the internal recognition given to an employee. Moreover, intrinsic reward may include internal recognition on some achievement, encouraging thoughts sharing with employees, distribution of awards for different achievements (Fang, Gerhart and Ledford Jr 2013). Nevertheless, these monetary and non-financial benefits can never guarantee of producing a flawless output from employees. Moreover, some employees a re not motivated for these monetary and non-financial benefits, as they tend to be in a state of stagnancy. In the present time, the organizational realities of the past do not find its existence across the globe. Moreover, the fundamental of organizational behaviour have taken a drastic shifting to the monetary benefits (Aktar, Sachu and Ali 2012). It is an undeniable fact that majority of employees have their prime target set on the monetary benefits. They always look for a better salary offering. Moreover, a better salary offering creates a sense of importance in them towards the organization. However, once they step into the organization, the reality of their image appears in their performance. They tend to perform just for the sake of meeting with the set targets to avoid any sort of hampering to their monthly salary. However, few employees are there who have dedicated their effort in fulfilling the desire of the Company with no significant concern for the monetary benefits. Moreover, there primary target is to achieve the desired mission and vision of the organization. However, they are in rare number and the competition picture in the market very well illustrates the findings. In a particular segment of the market, there are only few notable giant companies. Further, not all the companies are performing at an equivalent level. The outright performance of some notable companies in the Smartphone sector clearly illustrates the findings. Various companies are offering Smartphones but only fey have notable position in the market. Nonetheless, IPhone, Samsung, Sony, LG, Motorola, HTC, Lenovo, and Nokia are the few names in this context. However, there are thousands of companies, which are manufacturing Smartphones but they have not succeeded in leaving any significant impression on the customers (Aguinis, Joo and Gottfredson 2013). Those who are leading companies, their employees have their primary target set on achieving the goal. Moreover, a quick scuffling of employees from one company to another does hamper the project and the objective of the organization (Eslami and Gharakhani 2012). However, it is not a deniable point that big companies such as Apple, Samsung and many more have lesser rate of attrition in their organization. It is an undeniable fact that effectiveness of skilled employees is likely to be affected if they are not motivated for their performance (Young, Beckman and Baker 2012). In this context, the Theory of Expectancy suggests that employees need to be motivated when they perceive the linkage of their performance with the monetary and the non-financial rewards (Aktar, Sachu and Ali 2012). The Contingency Theory suggests that conflicts are inescapable, but it is manageable (Rajhans 2012). Nevertheless, this theory support the fact that conflicts in the organization in between the management and the employees for any valuable reason are unstoppable, it is rather bound to happen. Moreover, The Contingency Theory highlights one of the most basic problems, which an organization could face. However, the Theory of Expectancy tries to provide some effective solution from the organizational problem such as rewarding employees on their performance. There are some issues at the work place, which are conflicting with the fundamentals of organizational behaviours such as Employee issues, team problem and many more (Rajhans 2012). Nevertheless, rewarding employees on their performance by means of different intrinsic and extrinsic benefits has its relation with one of the issues highlighted in the organizational context (Aktar, Sachu and Ali 2012). However, unfair behaviour in distributing incentives to the employees might hamper the entire team by encouraging them for a conflict in between the employees and the management (Dobre 2013). Having conversation with such employees might also not produce the desired objective as employees are sometime very confined and hesitate to reveal their inner truth in front of the management. Further, this indeed is not a very healthy move in favour of both the employee and its existing organization. However, the risen issues can be managed with some alternative ways and in this regard; rewarding e mployees for their performance represent the alternative step of the organization (Rajhans 2012). There are some other non-financial benefits, which might uplift the lost morale of employees such as rewarding them on their achievement with some congratulatory words, circulating a mail inside the organization for congratulating the identified achievement (Agwu 2013). However, this also has few limitations as different employees have different perception for benefits. To some the monetary benefit is everything but some are also there to whom the recognition in the organization matter the most. Nevertheless, all the monetary and the non-financial benefits can never guarantee of a motivated approach from employees (Erbasi and Arat 2012). Moreover, theses are important ways, which organization can opt for incepting motivation into employees. However, these are not the ultimate options for incepting motivation into employees. Examples of numerous Smartphone companies who are yet to prove their significant position in the market, do well illustrates the truth of financial and non-financ ial benefits in organizations. The potentiality of monetary benefits such as incentive has proved its supremacy in bringing the changes in physical output of many companies (Chiang and Birtch 2012). However, to identify the right person to reward with the incentives is of utmost requirement. Statistics on employees performance might vary with the real picture inside the organization as some employees have potential in them to prove their calibre but not aware of ways to explore the same (Newman and Sheikh 2012). Moreover, to identify the deserving employee for the monetary benefits is of utmost importance for an organizational success. It is indeed very tough to identify those potential employees and find the best suitable ways to motivate them. Further, incentives are given on performance basis and those employees are yet to deliver their productivity. This is a challenging task for the management to find out the best possible solution to reward unidentified potential employees and fetch the potential contributio n from them (Byron and Khazanchi 2012). A recent example on the output of the incentive payment to the employees very well justify the fact that monetary benefits can never alone motivate employees for their responsibilities. In California and New Jersey, 38 customers visited to the 27 Sears repair shops, which produced 34 cases of unnecessary repairs. Moreover, the chairperson of the Sears stated that the incentives and sales goal oriented programs developed such an environment, which gave birth to mistakes. Moreover, it resulted in such a huge fault repairing service given to customers. The repair shop employees have been awarded with incentives for producing strong repairs to customers. As a result, for the instance, the chairperson of the Sears Company changed its incentive modes to the quality employees. Moreover, from now onwards, only the quality works would attract the defined incentives. The fact that incentives and bonuses work for the managers in the organization does not necessarily hold true in case of its emp loyees (Choi, Cheong and Feinberg 2012). Moreover, managers are very much aware of their task whereas employees because of their negligence for various reasons are not often close to the objective of the project. Various reasons that compel employees for their negligence behaviour in organization can be anything such as insufficient salary packages, no bonuses and other non-financial rewards (Malik, Butt and Choi 2015). Financial incentives play a significant role in motivating employees across organizations. However, relying heavily on the incentive program is not a safe and productive plan (Datta 2012). The heavily reliance on the money incentives given to employees may also lead to a consequence, which the Company had never imagined. The example of Google Company in this context is very valuable, which represents a clear picture about the correct execution of the motivational program. The Google Company is no longer distributing founder awards; they are rather confined to some executive awards. Designing the correct program for the incentives distribution is of utmost requirement (Cho and Perry 2012). Many small organizations do not have a plan to implement the incentive program in the best suitable way. Example of Sears company very well help in finding out the hidden part behind the incentive program. However, the incentive program cannot alone predict the success for the organizations. Quality production with sheer potential work from employees is of utmost requirement for an organization. It is rather more important than the monetary benefits. However, to ensure quality work from employees is a challenging task, which cannot just happen with some smaller events. It is rather a gradual development of strategic plan, which help the organization in achieving the desired quality production (Fang, Gerhart and Ledford Jr 2013). The theory of expectancy suggests that employees need to be motivated when they perceive the necessity of the same (Aktar, Sachu and Ali 2012). However, employees have different trends elated to the intrinsic and the extrinsic benefits in organization. Some employees are there to whom intrinsic benefits are more important than the monetary benefits. Moreover, these are managerial post, which is focussed on project rather than on monetary benefits only. However, in case of employees, monetary benefits keep the utmost significance. Further, it is an undeniable fact that money can never guarantee of a quality production as cited in the example of Sears Company, which gave incentives to its employees not for the quality production but for the repairing cases they handled (Ojo 2012). Moreover, an unanalysed step produced an unexpected result for the Sears Company in California and New Jersey. Moreover, this indeed give a solid support in favour the fact that monetary benefits cannot alone guarantee of quality performance in organization. The theory of expectance does not find a strong foothold in modern era of industries. Nevertheless, monetary benefits are a significant tool to motivate employees for exploring their potential skills. However, this has several limitations as depicted in the examples of the Sears and the Google Company. Both the companies had to change their mode of operations related to the employees motivation. The theory of expectancy does produce a picture, which can be a part of organizational practices in order to bring some improved performance but a heavily reliance on this, is not advisable (Cerasoli, Nicklin and Ford 2014). Moreover, to ensure quality production, various other parameters are there that are more effective than the monetary benefits. Ensuring safety and security of employees, providing cooperative working environment and the management are some of the most effective ways that could improve the quality of production. Employees working in those countries, which are always at danger, are more susceptible to a conservative approach towards their work responsibilities (Linz and Semykina 2012). Moreover, they do not find a cooperative environment where they could actually justify their presence in the Company. The feeling of losing lives at any point in time has contributed in their less than potential performance in such countries. Countries such as Syria, Afghanistan, Taliban and many more have less number of foreign employees than the other parts of world. Countries such as the United States, the United Kingdom, the Middle East Countries and many more have more offshore drives for jobs. This clearly gives a picture that the threat, which is underlying in countries such as Afghanistan, Syria, Taliban and many more, have caused as a retarding force to the offshore drives in the Country. Nevertheless, an employee participation in organization depend on various factors such as job satisfaction, coopera tive environment, good salary packages, cooperative management, financial and non-financial benefits and many more (Amah and Ahiauzu 2013). Moreover, this is not dependent on a single factor, which produces a strong supportive evidence in favour of the fact that monetary benefits cannot alone guarantee for a quality production. Monetary and other financial benefits given to employees are important as they add probability to the production of some notable performance in organizations. However, these benefits are less important than other benefits such as safe and secure working environment, cooperative work environment and the management. Moreover, safety is the first requirement, which comes into picture by the time when employees are incepted in organization. Further, a safe and secure environment constructs supportive perspectives of employees towards the organization. Moreover, this help in winning employees faith on the organization. Nevertheless, in association to this, the cooperative working environment and the management do produce an effective result in the organizational performance. Monetary and other financial benefits can never ensure the potential output from employees. On contrary to this, it can only produce some significant differences in the organizational performances. Further, relying he avily on the monetary benefits might also hamper the organizational performance as it is revealed from the example of the Sears and the Google Company. The Sears Company suffered a lot due to throwing incentives on large number of selling. It eventually produced not less than 34 cases of repairs across its various repairing shops in California and New Jersey. The removal of founder award with the executive award does produce the conservative approach of the Google Company towards the monetary and other financial rewards. Nevertheless, monetary and other financial rewards are the part of an organizational fundamentals but it has its own limitations, which can never be denied. Some part of recommendation is for the application of expectancy theory in the present organizational practices. Moreover, relying heavily on the monetary benefits is not advisable rather it needs to be a part of organizational fundamentals. It needs to be executed as per a proper plan to achieve the maximum result. Nevertheless, following the footsteps of the Sears Company, organizations can achieve better results with monetary benefits. Further, the inception of The Contingency Theory in the organization is best preferred for the fact that problems are acceptable but these are also manageable. Moreover, management need to analyse their performer who have contributed in the improved performance of the organization. Further, they need to maintain a balance in between all the team members. Employees should be rewarded based on their performance with various intrinsic and extrinsic benefits. However, unfair distribution of incentives should not be in the practice and to achieve this, a transparent management is of utmost requirement. Moreover, a transparent management would maintain balance behaviour in between the employees. Nevertheless, a careful observation of employees performance is of utmost importance to the present organizational fundamentals. References Aguinis, H., Joo, H. and Gottfredson, R.K., 2013. What monetary rewards can and cannot do: How to show employees the money.Business Horizons,56(2), pp.241-249. 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